Diversity is a mutual attribute most organizations take seriously in any given work setup. This article, written by Roberson (2019), provides a more detailed overview and interpretations organizations take to attain and ensure that all shareholders understand diversity well. I chose this article more specifically because it examines and gives purpose, progress, and direction regarding diversity in organizational behavior, which helps me understand more from what I learned in class readings. Additionally, the article has discussed and highlighted the fundamental concepts I should understand as a future organization manager, giving direction on the evolution and current state of the organizations, which are essential for diversity and its management. The authors also identify theoretical, empirical, and practice areas of opportunities for increasing knowledge and creativity learned in class about outcomes and the meaning of diversity and implementation of its science in a more precise and transparent manner.
According to the author, understanding diverse concepts in organiorganizationalior without logical and theoretical information can be tricky. Challenging students struggle at first and sometimes need clarification about understanding the concept of diversity, its implications in and on organizations, and the strategies for managing the effects. After reading this article, I can ascertain that the author has enhanced and broken down complex theories to levels where the average reader can comprehend the concepts. This article’s critical strategic message lies in its format sections from foundation, outcomes, practices, and future given by the author, making it an essential source of information to understand diversity more open-mindedly.
The author reflects on social psychological theories of intergroup relations. This critical information discussed in the article is more elaborated in our text on managing demographic and culture. The text has stated that four programs can be considered part of affirmative action programs. According to our text, recruitment practices by companies may want to increase diversity by targeting a more diverse pool. My article also supports the concept by stating that one of the outcomes of diversity in an organization is conflict; this concept is crucial in the relationship between diversity and group performance.
In both the text and article, managing the organization’s diversity is a critical dynamic concept discussed in detail. Both agree that the practices for creating more diverse workforces, creating productive relations among members of diverse groups, and building an inclusive work environment in an organization rely entirely on the management. Both studies have recognized various authors’ work, such as Goldberg (2005), who argued that diversity staffing in both sources shows similarities in positively influencing applicant attraction and selection decisions in organizations.
Our textbook also looks at masculinity culture in terms of femininity. In the text, the authors argue that a separation of gender roles characterizes masculinity cultures. The diversity discussed in the book concludes that both women and men share the values of maintaining good relationships. In contrast, the article also takes a deep analysis of the same where, according to research in a related article viewed by Creary & Roberts(2017), for an organization to facilitate integration networks and equal opportunity, they conclude that formal mentoring programs for women and minority employees have become a common form of career development in the majority of them. This article shows how diversity in the workplace is monumental to enhacing cultural intelligence which has a major role in his or her behavior.
To conclude, this article is good research materials recommendable to fellow students that will enable them to appreciate the work of the authors and the influence of diversity in organizational behavior. With the advancement of international organizations as well as diversity of the local workforce in both developing and developed countries, it’s important to understand how diversity culture affects organizational behavior via comprehension of different authors.
References
Bauer, T. N., & Erdogan, B. (2016). The Oxford Handbook of Leader-. Introduction to organizational behavior. Oxford University Press.
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.
Goldberg C. (2005). Relational demography and similarity-attraction in interview assessment and subsequent offer decisions. Group Org. Manag. 30: 597–624
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